Finding the Core Values of Your Congregation
A Tutorial
Why Core Values are Important
Core Values are the preferences or choices churches make in
their life together. The way we behave reflects what. We truly
value as a congregation. Values are not an idea, nor a
program, nor a goal. Core values are reflected in the
consistent choices we make in our Church on a daily, monthly
and yearly basis.
But the reality is that most churches never take the time to
clearly define what their core values are. When Core Values
are “muddy” or “inarticulate” here's what often
happens to a church. (Does any of this sound familiar to you)?
Ambiguous Core Values Results
Stage One - A
Congregational Meeting
Stage Two - Focus Group
Stage Three - Interview
Stage Four Congregational
Consensus
Next Stages in the
Process
Resources
poor planning
low morale
Broken relationships
Decision-making is timid and very slow
Preoccupation with trivial matters
Constant squabbling over matters of personal taste
Decisions constantly deferred
So-called “traditions” keep churches from moving forward
If any of the above symptoms have occurred in your church, it may reflect the lack
of articulated core values. However, churches that do go through a process of core
value discernment discover the following results…
Clear, Articulated Core Values
Higher morale
Ability to plan the future
Quick resolution of disputes
Healthier relationships
Focus on “Big Picture” items
Rapid Decision-making
Easier entrance for new members
So which picture would you like of your church? You are invited to read through this
tutorial which will give you a step-by-step process to engage your entire
congregation in a Core Value discernment process. Have fun and if you have
questions, please call Hal Youngblood carmhal@bellsouth.net.
Stage One: A Congregational Meeting
To begin the process of discerning Core Values, it is helpful to have a small Planning
Task Force to oversee this process. Their role is to organize the meetings, reflect on
the results of the process and feedback information to the congregation.
To begin there needs to be an all-church meeting. Think through the best time to
have this, as the more involvement of people the more ownership of the values (at
least 1/3 of the worshipping congregation is a good goal). You may wish to do this in
a second-hour program on Sunday, an evening, around a supper, etc. It is better to
make this more like a party than a business meeting. Helping people to bond, having
good music and making this enjoyable are keys.
Begin by handing out to every participant a list of possible values (these are values,
not ideas, programs or particular missions). Explain to people that Core Values are
how we behave as a church. Below is a sample list you could use, but please adapt it
to your setting.
Acceptance
Equality
Health
Morality
Stability
Beauty
Excellence
Humility
Belonging
Adventure
Courage
Self-esteem
Inner Peace
Passion
Serenity
In Covenant
Change
Joy
Love
Respect
Freedom
Continuity
Peace
Witness
History/Past
Ambition
Dignity
Honesty
Laughter
Reliability
Heritage
Vocation
Community
Excitement
Integrity
Knowledge
Spirituality
Children
Quiet
Helping
Harmony
Caring
Creativity
Independence
Loyalty
Safety
Security
Unity
Family
Fun
Mission
Growth
Success
Friends
Action
Future
In the Moment
Justice
Compassion
$ Stability
Nurture
Purpose
Purpose
Other
The Process
Each person is given a sheet of values and with some quiet time, chooses his/her
Top Ten core values.
Then put people in groups of six. In the groups each person shares his/her top ten
and a list of the group is made. Each person clarifies what he/she means by his/her
particular values.
Then the group is asked to come up with a 10 Values list they can all agree upon. It
is okay to combine some values as long as the group is clear about definitions.
From 10 Values, the group is then asked to come up with the Top Seven Values.
Then from 7 Values to 5 Values.
Then finally from 5 Values to 3 Values.
The groups then comes back together and the Top 3 values are shared and put up on
newsprint. The congregation then reflects upon the what has emerged and how they
feel about the process thus far. People are also encouraged to discuss what negative
patterns of behavior came up in the table discussions. These negative values
represent poor patterns of behavior that often stop a church from living out of its
positive values. These too should be noted on newsprint. It is also helpful to list the
other top values that came from the 10 to 7 to 5 to 3 process. All the lists should be
collected by the Planning Task Force that is overseeing this process. The
congregation should then be informed of the rest of the Core Values process (see
below).
End this meeting with prayer and song. Pray for the sacrifices made in this part of
the process and for discernment in the weeks ahead as people reflect and refine the
Core Values.
Stage Two: Focus Groups
After the initial all-church meeting, small house groups or focus groups are formed.
The more of these groups that can happen in a few weeks after the congregational
meeting the better. The purpose of these focus groups is to deepen and refine the
Core Value discussion.
The Process for Focus Groups
Open with a time of prayer for discernment and understanding.
Each focus group should have copies of the Top Ten lists from each small group in
the congregational meeting. The focus group should ask itself the following
questions.
Do these patterns reveal anything about the perspective, attitude or lifestyle of the
congregation?
What values stand out?
What does this mean?
The list of negative values or behaviors should also be examined. The question
should be asked,
Do we see patterns that block congregational life?
Remembering that Core Values are about how we behave, particularly in stress,
rather than just ideals, the following exercise will help to deepen the discussion of
focus groups.
Make a list of the most stressful times in the congregation over the past ten years.
In times of stress we behave in certain natural or habitual ways that reveal what we
really value. From the list of stressful times, choose one for discussion and ask the
following questions.
What caused the stress?
How did people react to the stress?
What resulted from the stressful times?
What core values are revealed by the behavior of the congregation ?
Following discussion, fill in the blanks on the following statements.
In times of stress this is what we always
Do:
These are the real values such habits reveal:
This discussion moves us from just talking about what we ideally value in church to
how we really behave.
Now go back and look again at the lists of positive and negative values from the
congregational meeting.
Following discussion, the focus group then writes a fresh Top Ten Core Values, and
the top negative values that the group sees.
These new lists should be returned to the church and all of the focus groups lists are
then publicized in the newsletter, and prominently displayed around the church.
Each focus group should continue in prayer in the weeks ahead asking for God's
strength to break the negative behavior and to wholeheartedly embrace the positive
values.
Stage Three: Interview Teams
Stage Three's purpose is to engage those folk in your congregation who are on the
“fringe” of the community.
The Process
1) Make a list of the people who are inactive, rarely attend worship, do not participate
in any small group and who do not pledge.
2) Send each person the Top Ten lists from stage One, the Congregational Meeting.
The list of negative Core Values should be included as well.
3) By phone or personal interview ask the inactive person to circle those values
he/she perceives to be true about the congregation.
4) Have the person identify those values they have not experienced as true.
5) Place a question mark next to those values the he/she cannot confirm or disagree
with.
The responses from the inactives should then be collated and published alongside the
focus group lists. All of this is done to further discussion and reflection. This third
stage is good pastorally for those on the edges of the church but also helps to
broaden the perspective of the active members.
Stage Four: Congregational Consensus
The Planning Task Team now takes all the information gathered and identifies the
Top Values with a string of descriptive words. For example: Nurturing -comfort,
caring, flexibility, unity, support, friendship.
Each value should be given a string of words in preparation for the Consensus
Church Meeting. The same should be done for the negative values that have
emerged. These lists should be sent to each member of the church.
A final church meeting is then called. Some churches choose to do this meeting in
and around worship on Sunday morning.
The Process
• Review for the congregation the process up to this point.
• Explain that the goal of this meeting is to identify the Top 5 Positive Values and the
Top 3 negative values of the congregation.
• Break the congregation into groups of no more than twelve.
• Ask each group to review the synthesis lists prepared by the Planning Task Force.
• Ask each group to identify the Top 5 Positive and Top 3 Negative Core values.
• Share those values back in the large group. Any further tweaking and grouping
can be done at that time.
• Celebrate the Core Values that have emerged.
It is important to remind the congregation that these Core Values will help to form
the basis of decisions made in the future.
Core Values, along with Beliefs,Vision
and Mission , form the boundary for every group, committee and board. Every
decision can be held up to the question: “ Does our action reflect (or in any way
violate) what we value most in our congregation?”
(The process of discerning beliefs, vision and mission are future steps in a
congregational process that will be offered in future tutorials).
Further, it is important to remind the congregation that future Annual Meetings will
re-define and tweak the Core Values. In fact this becomes the chief work of the
Annual Meeting, rather than budgets, nominations, etc.
Next Stages in the Process
upon discerning Core Values, congregations should widely publicize the results. Core
Values can be put on the letterhead of church stationary, on the top of meeting
agendas, used creatively in worship settings, emphasized at new member classes
and clearly embedded in the leadership of the church. Some have even put the Top
Values on T-shirts! The point is that Core Values should be a living, ongoing
reflection of how a church behaves, both positively and negatively. Core Values
become a litmus test for each action and decision. Yes, it is much work, but it is well
worth the effort and it will greatly help clarify future discussions and move then
beyond much of the personal taste arguing that happens in congregations.
Core Value discernment is one part, and the first part of a larger discernment
process in the church. After Core Values, the church can discern basic beliefs, vision
and mission. These steps will be discussed in future tutorials. But it is important to
begin with the values and then move to the other steps.
You can make a huge difference in your church by clarifying and owning
Resources
If you would like more detail about the step-by-step process of Core Value
discernment please read Moving Off the Map, by Tom Bandy (Abingdon Press, 1998).